An unfair dismissal solicitor deals with compensation claims for wrongful termination of employment in the UK. An unfair dismissal occurs when the termination of employment is unlawful and unreasonable which can be difficult in some circumstances to determine. Our unfair dismissal solicitors are experts in the field of UK employment law and they offer the no win no fee* scheme. Legal fees are only payable in the event of a successful outcome when the applicant receives financial compensation. Our initial advice is free and without any further obligation whatsoever. If you want to receive free legal advice on a potential unfair dismissal compensation claim just call the helpline or complete the contact form or email our offices.
There is very little time available for unfair dismissal solicitors to settle an employment compensation claim. Claims that cannot be settled by agreement must be subject to an application to the Employment Tribunal which may award compensation or may order reinstatement or both. An application must be made to the Employment Tribunal within three months of the formal dismissal, leaving very little time for a dismissed employee or the solicitor representing them to negotiate a final settlement. Most viable claims therefore result in an application being made by an unfair dismissal solicitor to the Employment Tribunal simply because there is not enough time available to properly investigate and negotiate a settlement. Failure to abide by the time limits may mean that the opportunity to claim compensation is lost forever. Time is of the essence and you should not delay contacting an unfair dismissal solicitor as soon as you possible can, once you are notified about the termination of your employment.
There are many situations where an employer may dismiss an employee lawfully that would not give rise to an unfair dismissal compensation claim which may include:
Unacceptable conduct including unauthorised absence from work, regular late arrival or early departure from work, conviction of most criminal offences, behaviour that is aggressive or abusive, drunkenness and other anti-social behaviour that affects the business or clients of the business or other employees.
Failure to carry out the work to an adequate standard which may be caused by lack of skill, inadequate training, failure to follow instructions, refusal of further education, lack of knowledge or incompetence.
A situation in which the job, which was previously carried out lawfully becomes illegal which may include breach of a statutory duty.
Any other substantial reason not already covered in the legislation or case law. The Employment Tribunal has discretion to determine these matters especially new issues that may not have previously been encountered.
Redundancy where either the job no longer exists or where there is less demand for particular skills.
There are many situations where termination of employment by an employer may amount to an unfair dismissal including:
Discrimination or harassment based on race, sex, religion, age or disability.
Refusal to allow maternity or paternity leave.
Employee refusing to work in excess of 48 hours each week.
Employee suffering from a medical condition that does not affect their work
Membership of a Trade Union or refusing to join a Trade Union.
Certain defined matters relating to strikes and industrial action.